Kevin Keegan explores how mastering talent management, like carpentry, requires precision, strategic planning, and nurturing potential for organizational success.
Foreword
The inspiration for this article stems from a conversation early in my career as Vice President of HR with our Chief Operations Officer. Shortly after my appointment, I was tasked with leading a significant change in one of our divisions. In his usual manner, he invited me for a cup of coffee and said:
“Kevin, all good leaders when it comes to people and talent are like master carpenters…”
In the intricate craft of talent management, leaders can draw valuable lessons from master carpenters. Just as carpenters measure twice and cut once, and skillfully recycle usable wood while discarding the rest with care, leaders must approach talent management with precision, thoughtfulness, and strategic insight. This metaphor underscores how meticulous planning, careful handling of challenges, and respect for resources can drive organizational success.
Choose your wood carefully and Measure Twice, Cut Once: Precision in Talent Decisions
‘Material knowledge’ is a critical part of the craft where carpenters will thoughtfully choose wood based on the specific requirements of their projects, considering elements such as the demands that will be placed on the material, durability, environmental factors and time. Similarly a strong leader will understand talent the intrinsic qualities and nature of their talent and how it can be best deployed.
Just as a carpenter measures twice to ensure accuracy before making a cut, leaders should carefully evaluate their talent management decisions to avoid costly mistakes. This principle emphasizes the importance of thoroughness and strategic planning. Taking the time to think through where your business is going, who amongst your talent pool can lead and who can and will follow is key. This involves understanding your people and their potential beyond what is on the surface and being able to dispassionately think about them in different scenarios. This is particularly important with regard to a different operating models where previously recognised talent may not adapt or perform in new circumstances. With the world of work and especially Talent Leadership on the cusp of a seismic transformation as a result of A.I. this is pivotal.
Assessment
Leaders should conduct comprehensive assessments to understand each team member’s performance, skills, and potential. The science and tools are out there and can provide valuable insight into understanding who will perform better in different circumstances, who will lead for your future not your past. These tools and practices are also invaluable to Leaders in helping them curate, communicate, connect, coax and coach their talent to adapt to change. According to a report by Gallup, companies with strong talent management practices experience 2.5 times higher revenue growth compared to those with weaker practices ("State of the American Workplace," Gallup, 2017).
Strategic Planning
Planning with precision is crucial. As Peter Drucker, a renowned management consultant, once said, “Plans are only good intentions unless they immediately degenerate into hard work.” Leaders should avoid hasty decisions by carefully analyzing the potential impacts of each move.
Data-Driven Decisions
Effective leaders leverage data to inform their decisions. Deloitte's research indicates that organisations using data-driven talent management practices are 86% more likely to outperform their peers in key business metrics such as productivity and profitability, making the case for data-based rather than intuition-based decisions (Deloitte Insights, "Global Human Capital Trends: Rewriting the Rules for the Digital Age," 2017).
“Kevin, any idiot can fire someone – great leadership is getting the best from different people.”
Recycle the Wood: Maximizing Potential
In carpentry, even wood with imperfections can be creatively repurposed. Similarly, leaders should strive to unlock the potential in every employee, even if they initially appear less than perfect. By being open-minded, considering development opportunities, and leveraging mentors and career coaching, leaders can implement winning strategies for both individuals and organisations, especially in environments where talent is in short supply.
Development Opportunities
Invest in targeted training and development to help employees enhance their skills. A LinkedIn Learning report found that 94% of employees would stay longer at a company if it invested in their career development ("Workplace Learning Report," LinkedIn Learning, 2023).
Mentorship and Coaching
Just like a rough piece of wood needs to be planed to ensure it fits perfectly. Providing mentorship and coaching can be transformative. A study by the Association for Talent Development found that 75% of executives identified mentoring as a key factor in their career progression ("Mentoring Matters," ATD, 2018).
Discard with Care: Managing Talent that Doesn’t Fit
Just as carpenters discard unusable wood carefully, leaders must manage underperformance with sensitivity and respect. This involves making tough decisions while maintaining dignity.
Addressing Performance Issues
When an employee consistently underperforms despite support, it may be time for a change. As management expert Jim Collins notes, “You must first get the right people on the bus, then figure out where to drive it.” Handling underperformance with care ensures that transitions are smooth and respectful.
Respectful Exits
If it becomes necessary to part ways with an employee, do so with empathy. According to Harvard Business Review, organizations that manage exits with respect can maintain morale and reputation even in difficult situations ("The Art of a Respectful Exit," HBR, 2020). Also see my article “Leading Through Layoffs: Handling Downsizing with Care and Compassion.”
Crafting a Strong Team: Building with Precision
Like a carpenter’s well-crafted furniture, a strong team results from careful planning and execution. A carpenter's skills set like a talent leader's, is multifaceted, including joinery (goal setting and alignment) to installation (fostering collaboration and installation). Master carpenters are constantly “refining their craft” (continuous improvement).
Aligning Goals
Ensure that team goals align with the organization’s vision. Clear communication helps team members understand their roles in achieving broader objectives. A survey by Gallup found that employees who understand how their work contributes to organizational goals are 5 times more likely to be engaged ("State of the American Workplace," Gallup, 2017).
Fostering Collaboration
Encourage collaboration to enhance performance. Research from Google found that teams with high psychological safety and strong collaboration outperform others by 20% ("Project Aristotle," Google, 2021).
Continuous Improvement
Regularly review and refine talent management practices. The World Economic Forum suggests that continuous improvement and adaptation are crucial for long-term success in a rapidly changing business environment ("The Future of Jobs Report," WEF, 2020).
Physical Skills
Similar to a carpenter, the job of a talent leader requires strength - particularly of will and purpose to see the job through. It needs a certain dexterity particularly in terms of how you deal with people. It requires a consistent sharpness and people judgement which, like all aspects of managing people, relies on first managing ourselves - our energy, our mood etc. Finally, it requires stamina - as with all things people, there is a latent endurance and resilience to deal with the inevitable slip and the occasional splinter.
Conclusion
Leaders who embody the metaphor of master carpenters—measuring twice, cutting once, recycling valuable resources, and discarding what’s not useful with care—can effectively manage talent and drive organizational success. By embracing precision in decision-making, maximizing potential, and handling challenges thoughtfully, leaders craft strong, resilient teams. As John Wooden, the legendary basketball coach, aptly put it, “The most powerful leadership tool you have is your own personal example.” Through strategic talent management, leaders build a solid foundation for enduring organization success and growth.
Take the first step towards building a resilient and high-performing team. Contact Kevin Keegan today to learn more about how we can support your organization in achieving its talent management goals.
